The data doesn’t lie. As women navigating our 40s, 50s, and beyond in Aotearoa New Zealand, we’re facing a perfect storm of structural inequities that can derail our financial security and career advancement at precisely the moment when we should be hitting our stride.
Despite our progress in many areas, New Zealand’s gender pay gap remains at 8.2% overall, and a staggering 29.3% in financial services. Our KiwiSaver balances in our 40s are 30% lower than men’s, widening to 36% by our 50s and 60s. And around two-thirds of unpaid caregivers in New Zealand? Women.
For Gen X women leading businesses, teams, and households, these statistics aren’t abstract – they’re our lived reality. We’re the generation caught in the crosshairs of multiple responsibilities, often caring for both children and ageing parents while attempting to secure our own futures.
The recent Pay Equity Amendment Act passed in May 2025 has raised serious concerns, significantly increasing the threshold for new claims and making it harder for positively female-weighted industries to address wage disparities. While previous settlements for nurses, teacher aides, and other groups remain in place, the regular reviews needed to keep these settlements current have been removed. Thirty-three active pay equity claims were extinguished, impacting crucial sectors like health, education, and social services.
The government cites cost containment and a desire to focus on “genuine” sex-based discrimination as rationales for these changes. But for those of us on the ground, the message is clear: systemic equity just became harder to achieve. This is a stark reminder that progress isn’t linear, and that our collective voice remains essential.
As midlife women leaders, we have both the power and responsibility to drive change:
- Champion pay transparency initiatives,
- Create flexible work arrangements that don’t penalise career progression,
- Advocate for financial education and retirement planning in our workplaces,
- Refuse to apologise for negotiating assertively on our own behalf; and
- Build alliances with other midlife women leaders so we can be stronger together.
The midlife transition doesn’t have to be a financial cliff edge. We have an opportunity to recognise these structural barriers for what they are – design problems requiring systemic solutions.
The path forward isn’t about working harder within a flawed system. It’s about collectively redesigning that system to value our contributions, accommodate our realities, and reward our leadership.
QUESTIONS FOR YOU TO REFLECT ON:
- Which of these statistics resonates with your experience?
- How does your organisation address these inequities, if at all?
- What systemic barrier could you use your leadership to challenge and change for the better?
PS: Want to join a community of midlife women leaders committed to becoming better together? Applications for Pathmakers are now open for women 45+ in senior and executive leadership roles. LEARN MORE HERE.
